In my experience SV corporate interview processes are biased in a couple of ways that lead to more homogeneneous and potentially weaker teams. 1.) They select

In my experience SV corporate interview processes are biased in a couple of ways that lead to more homogeneneous and potentially weaker teams. 1.) They select using criteria that are easy to test, such as writing quicksort on the fly. That's a small part of engineering --you also want people who can recognize big-picture patterns and communicate them clearly. This is a lot harder to evaluate so many interviewers simply don't. 2.) They select for people who are already in similar positions. For instance, white-boarding kubernetes application design is pretty easy if you are already doing it. As an interviewer it does not really tell me much about your ability to think originally or whether you can adapt. Getting around these biases is hard. One way I test people now is to ask them to show me their favorite design or code and explain exactly how it works. That starts them off on comfortable ground. Then I start to tweak the boundary conditions to see if they can adjust creatively. It removes the stress factor and is a lot more illuminating than coding up something totally new from scratch, especially if you only have 45 minutes to extract as much information as possible about somebody's thought processes. Very interested in other thoughts on this topic. It's a hard problem.